Learning & Development Manager

 J o b P u r p o s e

The purpose of the Learning & Development Manager role is to design, implement, and manage comprehensive training programmes that enhance the skills, knowledge, and performance of employees across all India business units. This role aims to foster a culture of continuous learning and development, ensuring that employees are equipped to meet the strategic goals of the organisation.

J o b C o n t e x t

The Learning & Development Manager will report directly to the Head of HR India in a matrix structure with a dotted line to the Global Head of Leadership, Development, and Coaching based in the UK. This role will cover all India business units, including LEMT, LEI, and LFI, and will require monthly travel to these locations.

R e s p o n s i b i l i t i e s

• Onboarding
  
  

Onboarding involves creating and implementing a comprehensive program to welcome new employees and help them acclimate to the company culture, policies, and procedures.

Key Activities:

• Hiring manager has a copy of the onboarding guide and have planned all activities prior to new joiner starting.
• Assisting the hiring manager with scheduling meetings.
• Meeting with the new joiners to orientate them with the L&D policy, how to access training and guide them to the compliance training to be completed in Oracle.
• Compliance Training
  
  

Compliance Training ensures that all employees are aware of and adhere to the company's policies, legal regulations, and industry standards.

Key Activities:

• Organise POSH training and ensure that all training records are maintained as per the legal requirements.
• All other local legal compliance training is delivered with records maintained.
• Ensure all training records are maintained in Oracle and hardcopy (production employees).
• Prepare for audits ensuring that all L&D policies and procedures have been adhered to against the audit schedule.
• Ensure compliance on the completion of all mandatory training in Oracle as part of the Lucy Leading Responsibly framework.
• Liaise with H&S to ensure that all production staff training has been organised and completed with training records.
• Training Course & Programme Management
  
  

Training Programme Management involves overseeing the development, implementation, and maintenance of training programmes within the organisation. This includes coordinating with various departments to identify training needs, scheduling training sessions, managing training budgets, and ensuring that all training activities align with the company's strategic goals.

Key Activities:

• Setting up and publishing an annual training calendar.
• Ensuring all training courses and activities have been loaded into Oracle.
• Authorising training requests subject to the requirements set out in the L&D policy and competence procedure.
• Sending out joining instructions and setting up training venues/rooms.
• Coordinating with Finance to ensure sufficient training budgets are in place.
• Setting up of Learning Agreements where required for significant training spend.
• Training Evaluation
  
  

Training Evaluation is the process of assessing the effectiveness of training programmes. This involves collecting feedback from participants, analysing performance data, and measuring the impact of training on employee performance and organisational goals. The insights gained from evaluations are used to make continuous improvements to the training programmes.

Key Activities:

• Ensure that the 3 stage evaluation process and forms are completed and recorded in Oracle before, after and 6 months after the training.
• Analyse the data from the evaluation forms together with skills and performance data to identify if improvements can be made to the training and demonstrate the effectiveness of training.
• Produce a report on these findings that can be shared with the Global L&D team and senior stakeholders.
• Training Supplier Management
  
  

Training Supplier Management involves selecting, negotiating with, and managing relationships with external training providers. This includes evaluating the quality and effectiveness of their training materials and delivery methods, ensuring they meet the organisation's standards, and managing contracts and budgets related to external training services.

Key Activities:

• Sourcing training providers in line with the purchasing policy.
• Setting up suppliers following our internal procedures on supplier set up.
• Communication with suppliers on all aspects of service and delivery ensure that high quality standards are delivered and maintained.
• Liaise with the legal team on all training contracts.
• Training Needs Analysis
  
  

Training Needs Analysis is the process of identifying the skills and knowledge gaps within the organisation. This involves analysing data, meeting with department heads and using information from workforce planning to identify training needs.

Key Activities:

• Analysing skills data from Oracle to identify gaps at business, department and individual level.
• Conducting regular meetings with department heads to get an understanding of emerging needs.
• Reviewing the outputs of strategic workforce planning data to identify high level strategic training needs.
• Employee Development Planning
  
  

Employee Development Planning focuses on creating personalised development plans for employees to help them achieve their career goals and improve their performance. This includes identifying development opportunities, setting goals, and providing resources and support for continuous learning and growth.

Key Activities:

• Setting up targeted development plans linked to succession. Ensuring that all plans have been entered into Oracle and have been followed through by setting up regular check ins to ensure that employees are on track with their learning journey offering resources and support where needed.
• Training Course Design
  
  

Training Course Design involves creating engaging and effective training materials and programmes. This includes developing course content, selecting appropriate training methods (e.g., e-learning, workshops, seminars), and designing assessments to measure learning outcomes. The goal is to create training programmes that are informative, interactive, and aligned with the organisation's objectives.

Key Activities:

• Designing training content for internal delivery ensuring that the content is relevant and aligns with local requirements or is part of the Global L&D strategy or initiatives.
• Training Delivery
  
  

Training Delivery is the process of conducting training sessions and ensuring that participants receive the intended knowledge and skills. This includes facilitating workshops, seminars, and e-learning courses, as well as providing support and guidance to participants throughout the training process.

Key Activities:

• Delivery of internal training linked to local and global L&D initiatives this can be via teams, or face to face workshops.
• L&D Reporting, Data and Collaboration
  
  

Reporting is the creation of a bi-monthly report that will be shared with the Global Head of Leadership, Development and Coaching. Data is maintained on a week by week basis and the attendance of Global L&D meetings.

Key Activities:

• Ensure that all data is up to date in Oracle and should be current on a week by week basis and made available to the Global Head of Leadership, Development and Coaching on request.
• Bi-monthly L&D reports will be created and shared with the Global Head of Leadership, Development and Coaching as per dates issued and information required in the report.
• Attendance of bi-weekly meetings with the Global L&D team to collaborate on Global L&D initiatives and strategy.
  
  

Q u a l i f i c a t i o n s, E x p e r i e n c e& S k i l l s

• Education: Bachelor’s degree in human resources, Education, Business Administration, or a related field. A master’s degree is preferred.
• Certifications: Relevant certifications in Learning and Development, such as CPLP (Certified Professional in Learning and Performance) or similar, are advantageous.
  
  

E x p e r i e n c e:

• Industry Experience: Minimum of 5 years of experience in learning and development, with at least 2 years in a managerial role.
• Training Program Development: Proven experience in designing and implementing effective training programs.
• Compliance Training: Experience in managing compliance training programs and ensuring adherence to legal and regulatory requirements.
• Training Needs Analysis: Demonstrated ability to conduct training needs analysis and develop targeted training solutions.
• Supplier Management: Experience in managing relationships with external training providers and negotiating contracts.
• Employee Development: Experience in creating and managing employee development plans to support career growth and succession planning.
• Training Delivery: Proven ability to deliver training sessions, both in-person and virtually, using various training methods. Behaviours & Skills